Administered by OMAFRA, this annual program allows eligible
employers, upon successful application, to subsidize the hourly
cost of summer student employment. The program provides a $2 per
hour incentive to hire eligible employees.
Applications must be submitted by the deadline date of April 15,
2014. Applications will be approved by May 30, 2014.
In order to qualify as an eligible employer, your business or
organization must be located in a town, small city or rural
township that has a population of 100,000 or less.
Available funding will determine the ability of the program to
approve additional student placements. Applicants can expect
to receive confirmation stating the number of approved positions by
the end of May 2014. All eligible employers who have submitted a
completed application form by April 15, 2014 will be awarded at
least one position. Additional student placements may be
approved depending on available funding.
A representative of the 2014 Rural Summer Jobs Service will
contact all employers who have submitted an incomplete or
ineligible application form by telephone, e-mail, fax or mail.
Eligible employees would be students between the ages of 15 and
30 who intend to return to school in the fall of 2014.
Based on our past conversations with OMAFRA, immediate family
members would not qualify as an eligible employee. However, nieces,
nephews and grandchildren would be considered eligible. We advise
that you contact the program directly if nepotism could be
perceived to exist to discuss your situation.
Visit the OMAFRA webpage for futher details, application
forms and contact information.
The content of this article is intended to provide a general
guide to the subject matter. Specialist advice should be sought
about your specific circumstances.
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Unfortunately, reasonable accommodation for employees in the workplace continues to be the source of significant litigation and even today we continue to see outrageous examples of employers behaving badly.
We are now beginning to see reported cases involving charges and subsequent fines laid against employers for failing to provide information, instruction and supervision to protect a worker from workplace violence.
On October 13, 2016, the Supreme Court of Canada denied leave to appeal an Ontario Court of Appeal decision which ordered an employer to pay a former employee 37 months of salary and benefits following termination.
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